[Solved] Discussion 1 706

Assignment Prompt & Instructions

– ## Discussion1706.docx – ## Module1-SystemsThinking_AMethodforCommunication_GreatPlacetoWork.pdf **## Discussion1706.docx** Due 1/5/2024 At least 2 references along with the article from Alonzo Background Details How organizations approach problems is often mapped to the solutions it applies. All too often, however, organizations tend to rush through problem-solving, overlook relationships between contributing factors, and fail to test assumptions thereby implementing an ineffective fix to Systems Thinking. To better understand "change" in organizations, it is important to conceptualize factors that may influence peoples' behaviors within an organization, as well as understand why such factors may affect peoples' actions, and reactions, to change. Behavior is conditioned by sharing key information about what change is going to happen, clearly articulating the role of each individual in the change process, and providing the resources and support to effect the desired change. It is also conditioned by the prevailing norms – people know what is expected of them, what is acceptable, and what is not acceptable. There is no such thing as over-communicating when asking an organization to change. To this point, most successful executives who have led successful [change management\ Links to an external site.](https://www.thebalancecareers.com/what-is-change-management-1918722) efforts have expressed the need for over-communicating during a change experience. Likewise, however, no organization exists in which employees are completely happy with the [communication processes. \ Links to an external site.](https://www.thebalancecareers.com/communication-in-the-workplace-1918089) In other words, communication is among one of the most challenging issues within an organization and thus it emerges as one of the most frequently heard employee complaints, especially when organizational change is underway. Consider the above-noted points in connection to the Alonzo's (2012) article below in your responses to this discussion. **Instructions Answer these Questions** **Identify a change initiative within your current or previous organization of which you were a participant**. 1. Discuss 2 successful **systems of communication** that were used in the organization in which you worked during this change initiative. 1. Clearly define **two (2)** successful systemic communication strategies used 2. Why, in your opinion, were these strategies effective? 3. What were the reactions of the participants? 2. Discuss **two (2)** challenges the organization had to overcome to effect the change 1. Include how these challenges were overcome using the systems thinking approach to managing change **Organization and Structure** · Categorize and label each section of your first responsive post with APA Headers (e.g., Situation, Communication System, Two Systemic Communication Strategies and Rational, Overcoming Two Challenges) · Follow APA guidelines for citing your work. · _Cite from your textbook Senge and the Alonso article_ **## Module1-SystemsThinking_AMethodforCommunication_GreatPlacetoWork.pdf** HOME (/) > RESOURCE LIBRARY (/RESOURCES) > BLOG (/RESOURCES/BLOG) Systems Thinking: A Method for Communication Systems Thinking: A Method for Communication SHARE: JOSEPH ALONZO 24 JULY 2012 Communication in the Workplace We are a complex society with many interconnecting parts that contribute to global movements. And yet, far too often when something goes right or wrong our instinct is to assign blame or praise to a single source. This type of fragmented thinking, I would suggest, is both shortsighted and irrelevant to our present workplace paradigm. Anderson and Johnson stated that systems thinking is a language that provides a method for communication about dynamic complexities and interdependencies. Our workplaces provide an ideal context for this definition. Workplaces are comprised of various systems of people, departments, and technologies all swirling around in the larger system with partnering and competing workplaces. With such complexity present, a systems thinking lens will allow us to see how the parts are functioning alone, and perhaps more importantly, better communicate about how they are working together. Systems thinking is characterized by the following principles: Thinking of the ‘big picture” – Whatever problem is being faced is attached to a larger system. To discover the source of the problem we have to widen our focus, and it is from that perspective we will likely find a systemic solution. Balancing short-term and long-term perspectives – The balance of short and long-term thinking will supply a sound foundation for thorough examination before any actions are taken. Taking into account measurable and non-measurable factors – There are plenty of tangible data metrics in the workplace, but what do we do with all the intangible information, such as morale, levels of trust, and working relationships? We account for it and allow it to influence our understanding alongside the tangibles. Recognizing the dynamic, complex, and interdependent nature of systems – A glimpse at any organizational structure will reveal systems within many other systems. In order to make sense of such complexity we tend to oversimplify and make decisions based on those oversimplifications. Systems thinking reminds us that once we do so, it is important to zoom back out and take into account the whole picture before making decisions. The appeal of systems thinking is at least twofold: first, it provides a more holistic perspective for observation and analysis, and two; it gives greater insight into our interconnectedness and positions us to improve on how we relate to each other and other systems. Additionally, it can help shift our thinking from an exclusive point of view (i.e. “you are responsible for this”) to a more inclusive frame of reference (i.e. “we are responsible for this”). Taking the first step towards systems thinking is simpler than you might imagine- invite others to participate. Your workplace is a dynamic, complex system comprised of various systems of people, departments and technologies, and these are your best resources for contemplating the bigger picture. By inviting employees and different departments to communicate and share information with each other, you can begin brainstorming and making strategic decisions on how to successfully grow your business, as a whole. Read more (/600-small-business-success-stories) about three small businesses that used this method of communication to turn a moment of financial uncertainty into a success story. Joseph Alonzo recently graduated Saybrook University with a Master's degree in Organizational Development and is a guest blogger for Great Place to Work®. Joseph Alonzo (/) **## Module1-SystemsThinking_AMethodforCommunication_GreatPlacetoWork.pdf** HOME (/) > RESOURCE LIBRARY (/RESOURCES) > BLOG (/RESOURCES/BLOG) Systems Thinking: A Method for Communication Systems Thinking: A Method for Communication SHARE: JOSEPH ALONZO 24 JULY 2012 Communication in the Workplace We are a complex society with many interconnecting parts that contribute to global movements. And yet, far too often when something goes right or wrong our instinct is to assign blame or praise to a single source. This type of fragmented thinking, I would suggest, is both shortsighted and irrelevant to our present workplace paradigm. Anderson and Johnson stated that systems thinking is a language that provides a method for communication about dynamic complexities and interdependencies. Our workplaces provide an ideal context for this definition. Workplaces are comprised of various systems of people, departments, and technologies all swirling around in the larger system with partnering and competing workplaces. With such complexity present, a systems thinking lens will allow us to see how the parts are functioning alone, and perhaps more importantly, better communicate about how they are working together. Systems thinking is characterized by the following principles: Thinking of the ‘big picture” – Whatever problem is being faced is attached to a larger system. To discover the source of the problem we have to widen our focus, and it is from that perspective we will likely find a systemic solution. Balancing short-term and long-term perspectives – The balance of short and long-term thinking will supply a sound foundation for thorough examination before any actions are taken. Taking into account measurable and non-measurable factors – There are plenty of tangible data metrics in the workplace, but what do we do with all the intangible information, such as morale, levels of trust, and working relationships? We account for it and allow it to influence our understanding alongside the tangibles. Recognizing the dynamic, complex, and interdependent nature of systems – A glimpse at any organizational structure will reveal systems within many other systems. In order to make sense of such complexity we tend to oversimplify and make decisions based on those oversimplifications. Systems thinking reminds us that once we do so, it is important to zoom back out and take into account the whole picture before making decisions. The appeal of systems thinking is at least twofold: first, it provides a more holistic perspective for observation and analysis, and two; it gives greater insight into our interconnectedness and positions us to improve on how we relate to each other and other systems. Additionally, it can help shift our thinking from an exclusive point of view (i.e. “you are responsible for this”) to a more inclusive frame of reference (i.e. “we are responsible for this”). Taking the first step towards systems thinking is simpler than you might imagine- invite others to participate. Your workplace is a dynamic, complex system comprised of various systems of people, departments and technologies, and these are your best resources for contemplating the bigger picture. By inviting employees and different departments to communicate and share information with each other, you can begin brainstorming and making strategic decisions on how to successfully grow your business, as a whole. Read more (/600-small-business-success-stories) about three small businesses that used this method of communication to turn a moment of financial uncertainty into a success story. Joseph Alonzo recently graduated Saybrook University with a Master's degree in Organizational Development and is a guest blogger for Great Place to Work®. Joseph Alonzo (/) **## Discussion1706.docx** Due 1/5/2024 At least 2 references along with the article from Alonzo Background Details How organizations approach problems is often mapped to the solutions it applies. All too often, however, organizations tend to rush through problem-solving, overlook relationships between contributing factors, and fail to test assumptions thereby implementing an ineffective fix to Systems Thinking. To better understand "change" in organizations, it is important to conceptualize factors that may influence peoples' behaviors within an organization, as well as understand why such factors may affect peoples' actions, and reactions, to change. Behavior is conditioned by sharing key information about what change is going to happen, clearly articulating the role of each individual in the change process, and providing the resources and support to effect the desired change. It is also conditioned by the prevailing norms – people know what is expected of them, what is acceptable, and what is not acceptable. There is no such thing as over-communicating when asking an organization to change. To this point, most successful executives who have led successful [change management\ Links to an external site.](https://www.thebalancecareers.com/what-is-change-management-1918722) efforts have expressed the need for over-communicating during a change experience. Likewise, however, no organization exists in which employees are completely happy with the [communication processes. \ Links to an external site.](https://www.thebalancecareers.com/communication-in-the-workplace-1918089) In other words, communication is among one of the most challenging issues within an organization and thus it emerges as one of the most frequently heard employee complaints, especially when organizational change is underway. Consider the above-noted points in connection to the Alonzo's (2012) article below in your responses to this discussion. **Instructions Answer these Questions** **Identify a change initiative within your current or previous organization of which you were a participant**. 1. Discuss 2 successful **systems of communication** that were used in the organization in which you worked during this change initiative. 1. Clearly define **two (2)** successful systemic communication strategies used 2. Why, in your opinion, were these strategies effective? 3. What were the reactions of the participants? 2. Discuss **two (2)** challenges the organization had to overcome to effect the change 1. Include how these challenges were overcome using the systems thinking approach to managing change **Organization and Structure** · Categorize and label each section of your first responsive post with APA Headers (e.g., Situation, Communication System, Two Systemic Communication Strategies and Rational, Overcoming Two Challenges) · Follow APA guidelines for citing your work. · _Cite from your textbook Senge and the Alonso article_ **## Module1-SystemsThinking_AMethodforCommunication_GreatPlacetoWork.pdf** HOME (/) > RESOURCE LIBRARY (/RESOURCES) > BLOG (/RESOURCES/BLOG) Systems Thinking: A Method for Communication Systems Thinking: A Method for Communication SHARE: JOSEPH ALONZO 24 JULY 2012 Communication in the Workplace We are a complex society with many interconnecting parts that contribute to global movements. And yet, far too often when something goes right or wrong our instinct is to assign blame or praise to a single source. This type of fragmented thinking, I would suggest, is both shortsighted and irrelevant to our present workplace paradigm. Anderson and Johnson stated that systems thinking is a language that provides a method for communication about dynamic complexities and interdependencies. Our workplaces provide an ideal context for this definition. Workplaces are comprised of various systems of people, departments, and technologies all swirling around in the larger system with partnering and competing workplaces. With such complexity present, a systems thinking lens will allow us to see how the parts are functioning alone, and perhaps more importantly, better communicate about how they are working together. Systems thinking is characterized by the following principles: Thinking of the ‘big picture” – Whatever problem is being faced is attached to a larger system. To discover the source of the problem we have to widen our focus, and it is from that perspective we will likely find a systemic solution. Balancing short-term and long-term perspectives – The balance of short and long-term thinking will supply a sound foundation for thorough examination before any actions are taken. Taking into account measurable and non-measurable factors – There are plenty of tangible data metrics in the workplace, but what do we do with all the intangible information, such as morale, levels of trust, and working relationships? We account for it and allow it to influence our understanding alongside the tangibles. Recognizing the dynamic, complex, and interdependent nature of systems – A glimpse at any organizational structure will reveal systems within many other systems. In order to make sense of such complexity we tend to oversimplify and make decisions based on those oversimplifications. Systems thinking reminds us that once we do so, it is important to zoom back out and take into account the whole picture before making decisions. The appeal of systems thinking is at least twofold: first, it provides a more holistic perspective for observation and analysis, and two; it gives greater insight into our interconnectedness and positions us to improve on how we relate to each other and other systems. Additionally, it can help shift our thinking from an exclusive point of view (i.e. “you are responsible for this”) to a more inclusive frame of reference (i.e. “we are responsible for this”). Taking the first step towards systems thinking is simpler than you might imagine- invite others to participate. Your workplace is a dynamic, complex system comprised of various systems of people, departments and technologies, and these are your best resources for contemplating the bigger picture. By inviting employees and different departments to communicate and share information with each other, you can begin brainstorming and making strategic decisions on how to successfully grow your business, as a whole. Read more (/600-small-business-success-stories) about three small businesses that used this method of communication to turn a moment of financial uncertainty into a success story. Joseph Alonzo recently graduated Saybrook University with a Master's degree in Organizational Development and is a guest blogger for Great Place to Work®. Joseph Alonzo (/) **## Discussion1706.docx** Due 1/5/2024 At least 2 references along with the article from Alonzo Background Details How organizations approach problems is often mapped to the solutions it applies. All too often, however, organizations tend to rush through problem-solving, overlook relationships between contributing factors, and fail to test assumptions thereby implementing an ineffective fix to Systems Thinking. To better understand "change" in organizations, it is important to conceptualize factors that may influence peoples' behaviors within an organization, as well as understand why such factors may affect peoples' actions, and reactions, to change. Behavior is conditioned by sharing key information about what change is going to happen, clearly articulating the role of each individual in the change process, and providing the resources and support to effect the desired change. It is also conditioned by the prevailing norms – people know what is expected of them, what is acceptable, and what is not acceptable. There is no such thing as over-communicating when asking an organization to change. To this point, most successful executives who have led successful [change management\ Links to an external site.](https://www.thebalancecareers.com/what-is-change-management-1918722) efforts have expressed the need for over-communicating during a change experience. Likewise, however, no organization exists in which employees are completely happy with the [communication processes. \ Links to an external site.](https://www.thebalancecareers.com/communication-in-the-workplace-1918089) In other words, communication is among one of the most challenging issues within an organization and thus it emerges as one of the most frequently heard employee complaints, especially when organizational change is underway. Consider the above-noted points in connection to the Alonzo's (2012) article below in your responses to this discussion. **Instructions Answer these Questions** **Identify a change initiative within your current or previous organization of which you were a participant**. 1. Discuss 2 successful **systems of communication** that were used in the organization in which you worked during this change initiative. 1. Clearly define **two (2)** successful systemic communication strategies used 2. Why, in your opinion, were these strategies effective? 3. What were the reactions of the participants? 2. Discuss **two (2)** challenges the organization had to overcome to effect the change 1. Include how these challenges were overcome using the systems thinking approach to managing change **Organization and Structure** · Categorize and label each section of your first responsive post with APA Headers (e.g., Situation, Communication System, Two Systemic Communication Strategies and Rational, Overcoming Two Challenges) · Follow APA guidelines for citing your work. · _Cite from your textbook Senge and the Alonso article_ **## Module1-SystemsThinking_AMethodforCommunication_GreatPlacetoWork.pdf** HOME (/) > RESOURCE LIBRARY (/RESOURCES) > BLOG (/RESOURCES/BLOG) Systems Thinking: A Method for Communication Systems Thinking: A Method for Communication SHARE: JOSEPH ALONZO 24 JULY 2012 Communication in the Workplace We are a complex society with many interconnecting parts that contribute to global movements. And yet, far too often when something goes right or wrong our instinct is to assign blame or praise to a single source. This type of fragmented thinking, I would suggest, is both shortsighted and irrelevant to our present workplace paradigm. Anderson and Johnson stated that systems thinking is a language that provides a method for communication about dynamic complexities and interdependencies. Our workplaces provide an ideal context for this definition. Workplaces are comprised of various systems of people, departments, and technologies all swirling around in the larger system with partnering and competing workplaces. With such complexity present, a systems thinking lens will allow us to see how the parts are functioning alone, and perhaps more importantly, better communicate about how they are working together. Systems thinking is characterized by the following principles: Thinking of the ‘big picture” – Whatever problem is being faced is attached to a larger system. To discover the source of the problem we have to widen our focus, and it is from that perspective we will likely find a systemic solution. Balancing short-term and long-term perspectives – The balance of short and long-term thinking will supply a sound foundation for thorough examination before any actions are taken. Taking into account measurable and non-measurable factors – There are plenty of tangible data metrics in the workplace, but what do we do with all the intangible information, such as morale, levels of trust, and working relationships? We account for it and allow it to influence our understanding alongside the tangibles. Recognizing the dynamic, complex, and interdependent nature of systems – A glimpse at any organizational structure will reveal systems within many other systems. In order to make sense of such complexity we tend to oversimplify and make decisions based on those oversimplifications. Systems thinking reminds us that once we do so, it is important to zoom back out and take into account the whole picture before making decisions. The appeal of systems thinking is at least twofold: first, it provides a more holistic perspective for observation and analysis, and two; it gives greater insight into our interconnectedness and positions us to improve on how we relate to each other and other systems. Additionally, it can help shift our thinking from an exclusive point of view (i.e. “you are responsible for this”) to a more inclusive frame of reference (i.e. “we are responsible for this”). Taking the first step towards systems thinking is simpler than you might imagine- invite others to participate. Your workplace is a dynamic, complex system comprised of various systems of people, departments and technologies, and these are your best resources for contemplating the bigger picture. By inviting employees and different departments to communicate and share information with each other, you can begin brainstorming and making strategic decisions on how to successfully grow your business, as a whole. Read more (/600-small-business-success-stories) about three small businesses that used this method of communication to turn a moment of financial uncertainty into a success story. Joseph Alonzo recently graduated Saybrook University with a Master's degree in Organizational Development and is a guest blogger for Great Place to Work®. Joseph Alonzo (/) – 1 – 2